Ethical Analysis of Human Resources Management

Discuss about the Ethical Analysis of Human Resources Management.

The organization life cycle theory is characterized by the development in the organization with respect to the formation, growth, maturity, decline and death. This theory helps in establishing all the stages that are required to establish the workforce in the organization (Armstrong, Landers & Collmus, 2016). The company in its formation stage was just operating in its parent country and had the vision of expanding on a global basis. The profits that were made by the company by selling the products helped in achieving that. The growth period of the company was when it started to spread across the globe so that the people can get a taste of its products. The maturity phase helped the company in attaining maturity, as people were aware of the products that the company made and the heavy selling of the products (Greenwood, 2013).

The role behavior theory helps the organization by explaining and predicting the behavior of the individuals that are present in the organization along with the team. The managers are informed about the daily proceeding, which helps them in taking the correct decisions about the organization. Dominos also maintains this theory as the employees inform their managers about the daily happenings that are taking place within the organization. This has helped the company in maintaining an efficient supply and demand chain network in all the places where it is present (Horwitz & Budhwar, 2015).

HRM policies of a fast-food industry

The HRM policies that are followed in this industry is based on hiring and retention of the employees. The plants that process the food has a requirement of checking the quality of the products, which makes it necessary in hiring the employees who have a prior knowledge of these things. The HR department of the company has to be alert while hiring the employees, as they have to know the work that they have to do in the organization, which will help them in being retained in the company for a long period (Gould, 2013).

Another policy is about the training that the employees receive with respect to safety. The experts that are hired by the company gives proper training to the employees with respect to safety so that they can value their lives as well as work in the company and increase its productivity level (Kaufman, 2016). The third policy is about the control of the quality of the products that are produced by the company. The company sets the standards of the food quality and the employees need to monitor it constantly so that the company can benefit by selling the products. This will help the company in achieving high profits, as the customers will purchase the products more frequently (Pendleton, Bryson & Gospel, 2015).  

Conclusion

Thus, it can be concluded that the company has to follow the theories, as it will help them in gaining a competitive advantage over the rivals such as KFC and McDonalds. The internal analysis of the company has reveled that since the people are shifting towards healthier products, the company needs to find an opportunity to produce the products with the same likes of the customers. This will help in selling more of the products and increasing the profit margin of the firm. The company needs to tap the resources that are present in the country, where the company has still not ventured so that it can widen its horizon of business and continue expanding in the global market.

Reference List

Armstrong, M. B., Landers, R. N., & Collmus, A. B. (2016). Gamifying recruitment, selection, training, and performance management: Game-thinking in human resource management. In Emerging research and trends in gamification (pp. 140-165). IGI Global.

David, F. R., & David, F. R. (2013). Strategic management: A competitive advantage approach, concepts and cases.

Gould, A. M. (2013). Employer policy and manager practice in the fast food industry: a match made in heaven or a loveless marriage. Asia Pacific Journal of Human Resources, 51(3), 307-329.

Greenwood, M. (2013). Ethical analyses of HRM: A review and research agenda. Journal of Business Ethics, 114(2), 355-366.

Horwitz, F., & Budhwar, P. (Eds.). (2015). Handbook of human resource management in emerging markets. Edward Elgar Publishing.

Kaufman, B. E. (2016). Globalization and convergence–divergence of HRM across nations: New measures, explanatory theory, and non-standard predictions from bringing in economics. Human Resource Management Review, 26(4), 338-351.

Pendleton, A., Bryson, A., & Gospel, H. (2015). Ownership and Pay in Britain.

Syed, I. (2016). SWOT analysis and operation management decisions of Domino's pizza.

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